I didn’t particularly find anything new in this article but I’m always interested to hear what folks in our field have to say about secret weapons.

Some highlights he mentions are:

The movement from candidate tracking to CRM. This is something that I have written about several times and I do agree that this is key. It’s sort of the buzz on the street right now and those that are good at managing the relationships will lead. There is no question in my mind about this.

He talks about referrals—I don’t even need to go here. We all know that this is key! Nothing new… Companies that don’t have good referral programs are living in the dark ages.

He also mentions presentation. This I thought was interesting. Of course this seems obvious but it’s amazing how some people present themselves. We did a training at our agency called “Brand Me”. We really took a good look at the perception of ourselves that we were projecting. Most people think they know what they are like but they don’t really have a clue. Most people a very self-UNAWARE! I get calls from sales people and often I hear this relaxed, deep, male voice. Often times it’s a voice that is trying to convey confidence, someone that has been around the block, calm and smooth. These messages drive me nuts!! Have some energy. It doesn’t impress me that you are calm and smooth and comfortable. Be excited, have new ideas, be passionate. I agree 100% with Michael here.

I don’t know if Michael portrayed the next best thing. What I do think he told is that the things we are already doing—we better do them well!

Monday, July 18, 2005

I feel like a little kid back from summer break and about to get on the school bus for my first day back to school. My brand new jeans are crisp and still have the store pressed creases; I have my brand new backpack filled with school supplies and my bagged lunch filled with the essentials of elementary dining.

Ayh, scraaaatch that....I don't have the anxiety associated with a first day of school because Jobster made it pretty darn easy for me to sit behind my computer screen and build my network. I'm posting my first campaign to my blog because I'm pretty proud of the tools that Jobster has available. They just make it easy. If you are interested check out Wagged's first campaign below. And hey, if you know any good PR people…..

Friday, July 15, 2005

One thing that always gets me is how the successful organizations tend to be the ones to always get attacked by the underdogs. Maybe this is just inevitable but I really think they are fighting the wrong battle. I read through the influential blogs in the recruiting industry and Monster tends to be constantly under fire. Why? They have been one of the most successful on-line recruiting advertising organizations in the world. Why don’t you see blogs talking about all the crummy sites where we have spent time and money with no results? We aren’t a huge Monster user. We get about 5% of our hires from Monster, however, this is huge when you are hiring very niche, hard to find people. We easily get our ROI from Monster.

So why fight Monster? Why not take market share from the Newspapers where there are still billions of dollars up for grabs if the on-line recruiting industry can get their act together and continue pulling customers away from newspapers. By the way—if you really want to make a big deal about organizations getting into what they are calling “vertical search”—which is totally inaccurate by the way, then the credit should go to Flipdog. They were the first major player in technology of this kind. Oh, and did I mention that Monster purchased them a long time ago. This just happened before people were making such a big deal about it. Let’s give credit where credit is do—this is no new innovation. And my advice to the on-line recruiting organizations is fight for more market share from the news papers instead of each other. Once you have achieved this then feel free to attack each other. Monster gets this….maybe others should listen.

Thursday, July 14, 2005

I had the pleasure of meeting David Hardwick, from Jobster, in person this week to get a more in-depth view of how to use Jobster’s tools. We also had a chance to discuss Jobster’s recent acquisition of WorkZoo. WorkZoo is another job search tool being classified as vertical search. I’ve been having a tough time figuring out why the industry has been calling tools like WorkZoo, Indeed, and Yahoo’s new tool as vertical search.

David helped clarify why recruiting industry pros are calling this vertical search. With tools like WorkZoo and Indeed it allows the candidate to search in their particular area of interest across all the job postings out there (on the web) in that category. So, yes, this is technically a vertical search. But when you think about it how is it REALLY different from what’s out there—is it the fact that the search is vertical? Not from what I can see. Think about it. If a candidate goes into Monster.com they can choose to search for jobs in the Accounting/Finance Industry. This is a vertical search. So how is this different from a candidate going into WorkZoo and searching for jobs in the Accounting/Finance Industry—which is also a vertical search? Do you see where I’m going? The uniqueness or innovativeness in these tools isn’t the ability to search vertically; it’s actually in their ability to search broadly. If you Search Monster’s jobs then you get results from Monster’s subscribers. If you search on WorkZoo or Indeed you get Monster jobs, Craig’s List jobs, jobs posted on company websites and more. So basically these tools allow you to search more broadly across the web versus the traditional job boards. It would be like having someone pull accounting jobs from every newspaper in the country and sending them to you versus picking up your local newspaper and looking at jobs in your market. It’s really that simple—well, not quite…

Anytime you are doing a broad search across the web there are processes and technologies that will allow certain search results to appear more than others. What is interesting about WorkZoo and Indeed is that when you do a search most of the jobs that appear are ones posted on the job boards. So ultimately since the job boards are pretty good at branding and a few of them have very high volume traffic, by posting there your jobs appear on sites like WorkZoo and Indeed. In a way it’s a symbiotic relationship. It’s hard to say how well one would survive without the other. The large job boards could survive independent of the WorkZoo’s and Indeed’s of the world. I’m not sure if this would be true for WorkZoo and Indeed without the large job boards. Maybe someday they could with the increased use of blogs. This is because the more organizations post their jobs to the web, and the more views they get, the more their jobs will show up on sites like Indeed and WorkZoo. I don’t think we are there yet. I’m not suggesting this is a bad or a good thing I just think we should call things what they are. Indeed and WorkZoo serve a purpose. I’m just not convinced that I would classify this as vertical search. I believe this is an inaccurate category to place them in.

One thing I will say—if you get a chance check out WorkZoo’s use of mapping and demographics technology. This is impressive. If you search for a particular job type in a specific area it will not only pull your results but allow you to visually see where all the jobs are in this category across the country. This isn’t something I’ve seen from Indeed or other players in this category.

Thursday, July 07, 2005

All of the hoopla about vertical job search doesn’t make much sense to me. Vertical search does. So the major search engines are getting into vertical search—jobs, shopping, etc… Yahoo was already in vertical markets with hotjobs—they just didn’t have an entire web based job search. In terms of anything revolutionary in recruiting—give me a break! It’s just another Flipdog rip off. It’s nothing new. Indeed does it, Flipdog did it and now Yahoo. Big deal!

What would be more impressive to me is to see the job boards tap deeper into vertical industry. For instance—I’m in PR. How could the job boards dig down deeper into this particular industry to target the people I need? It gets back to push versus pull. With Flipdog, Indeed and now Hotjobs this allows the candidate to search half a bazillion jobs—there is still only one candidate qualified for maybe one of those jobs. So ultimately—how does this solve our business problem? It’s nice to have but I’m not convinced of anything revolutionary here—in terms of job search.